Identify required results before taking the first step. Organizations train their staff to perform at higher levels and to ensure they surpass their current capabilities. We identify meaningful and appropriate learning goals and objectives that inform our instructional design process. We collaborate with you to translate this into highly experiential and interactive programs, tools and resources. Our design team considers the most appropriate platform for delivery and connects the learning experience to your organization’s culture.

Development Programs

Targeted and relevant learning experiences will significantly impact employee performance and satisfaction. Starting with a learning or skill development goal, we design and recommend programs that will fulfill those development needs and ultimately increase your employees’ skills and abilities. Aligning content to your business policies, practices and plans will make certain that your employees will apply learning immediately and directly to their work.

  • Leadership Topics
  • Management Topics
  • Professional Development Topics
  • Customer Service Training
  • Sales Skills Training
  • Diversity and Inclusion
Facilitator Guide
Developing a Subject Matter Experts (SMEs) ability to train is a critical succession planning tool. Your SMEs possess the knowledge of your business products and services. Transferring that knowledge to other employees is essential to retaining your competitive advantage. Developing facilitator guides for those programs, that are best provided internally, are cost effective and most impactful.
Training Aids and Tools
Retaining what we learn is significantly increased when we practice. Using tools and supplemental resources that are designed to help employees apply a key skill or practice has been proven to increase productivity and behavior change. Tools to help hold a difficult conversation, give constructive feedback, assess how we use time are a few examples of tools and aids we provide.
Performance Management Systems and Processes

Employees have the right to know how they are doing. Every manager is responsible for tracking and communicating employee performance. Business results are highly dependent upon your employees performing at high levels. Implementing the right performance management system and process that help managers and employees stay on track and fully contribute requires a thoughtful and culturally-based process. There is no “one-size-fits-all” when it comes to performance management systems.